RESUME
SKILLS
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Performance Management
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Leadership Development
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Performance consulting
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Coaching
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Learning strategy development
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Training needs identification
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Technology-enabled learning solutions
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Budget management
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Instructional design
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Content development
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Workshop facilitation
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Team management
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Psychometric assessments
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Change management
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Stakeholder management
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Project management
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High-performance journeys
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Learning management systems
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Cultural diversity
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Technology enthusiast
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Organizational leadership
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Interpersonal communication
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Complex problem resolution
EDUCATION
Masters in Personnel Management (M.P.M), University of Pune
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Design Thinking Action Lab
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Designing New Learning Environment
Stanford Online University
Bachelors in Computer Sciences (B.C.S), University of Pune
Gamification,
University of Pennsylvania
CERTIFICATIONS
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Brinkerhoff's High Performance Learning Journey
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Certified Learning & Development Professional (Aon Hewitt)
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Building World-Class Agile Learning Organization (Josh Bersin)
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Human Process Improvement (ATD)
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Employee Experience Expert (People Matters)
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Certified OKR Coach
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Accelerated Learning
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Instructional Designing
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Certified Coach
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Certified Facilitator for VitalSmarts Crucial Conversation
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Certified Trainer for Dale Carnegie, Ken Blanchard,
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Eagle's Flight Simulations
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Experiential & Outbound Learning
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MBTI
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DISC
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Firo-B
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Certified Assessor (Aon Hewitt)
Assessments
Facilitation
Consulting
Strategy
EXPERIENCE
IT Services
Syntel
Wipro Ltd.
Product based
McAfee
Intel
(McAfee was acquired by Intel)
Startups
Practo
Grab (Singapore)
Zeta, Flock (Directi)
PROJECTS
Learning & Leadership Development
(2010- present)
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The unskilled talent and an untrained leader is a huge cost to the company. Designed Learning Strategies aligned with the Organization's Vision. These are High-Performance, Micro-Learning Journeys, which are blended into Online (Webinars or Self-paced) and Offline (Classroom or Meetups) for Individual Contributors, People Managers or Business Leaders. The purpose of these Journeys is to facilitate Role Excellence or Role Transition based on Competency Frameworks.
Compass: Performance Management 2.0
(2017 - present)
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In my experience, blending the best of Traditional and Modern Performance Management is PM2.0. There are 4 steps to an effective Performance Management:
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Goal Setting (Goal Based or OKR Driven)
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Continuous Feedback (One-on-Ones)
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Performance Review (Performance Metric)
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Development (Competency-Based)
Worked on designing Performance Module called Compass, including workflows for goal setting, capturing self & manager reviews and creating an individual development plan (IDP) based on it.
re.boot: Peer-to-Peer Learning (2020)
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During the pandemic, most People Managers and Leaders were fighting on multiple fronts; Keeping the business running, as usual, helping the teams adjust to Work From Home and managing themselves. Designed a support system for the People Managers, where they could learn from their Peer Managers on topics like:
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Team Engagement
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Productivity
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Resilience
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Virtual Feedback with Empathy
We hit an average NPS of 70 with 85% of average attendance.
Monday Muse: Video News from Co-founder (2020)
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Most of the fast-paced startups tend to work in sprints and follow various agile practices. Internal Communication plays a crucial role in ensuring all the teams are aligned. Apart from monthly Townhalls and QBRs (Quarterly Business Reviews), a need was felt to create a communication channel for regular and consistent, org-wide communication. Designed the communication strategy and storyboarded the Episodes by working with the Co-founder and the Leadership team.
P.A.C.E (2018)
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Practo Academy of Customer Excellence was the ladder approach to fast-track the development of the Operations team members and also improve the NPS scores. There were 4 Levels:
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Basic (Email, Call, Chat Etiquette)
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Advanced (Requirements Gathering, Up/Cross-selling, Negotiations)
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Team Leader (Handling Escalations, People Management)
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Operations Manager (Ops Management)
We increased the NPS by 15 points in 6 months.
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Launch #DoGreat Awards (2017)
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Designed the philosophy behind Practo's launch of the Reward and Recognition program. The first phase was the Annual Recognition. The second phase was the Ongoing Recognition. The pilot phase was based on introducing the WHAT (Performance), HOW (Practo Principles) and Calibration (Standardization & Consistency). There were 3 categories of Awards:
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#DoGreat Individuals
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#DoGreat Leaders
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#DoGreat Teams
Jedi School (2016)
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Engineering Campus hires would typically take 6 months to ramp-up on their understanding of Product, UX, Sales, Operations etc. To accelerate their assimilation into the engineering culture, we ran Jedi School (a boot camp of sorts) with blended learning Assignments (Technical + Domain) and Research (including field excursions with Sales and immersion with Ops teams). In 45 days, engineers were fully ready to take on any Product with creative solving capabilities living a #MakerLife!
Culture Transformation (2016-17)
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At Practo, it was necessary to create a common understanding of Practo's principles (Values). The first was to decide if we craft them based on current reality or aspirational. We decided to keep it aspirational and universal. Based on that, we approached it in 3 ways:
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Awareness (onboarding)
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Communication (Newsletter - Practo buzz & Video Stories)
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Positive Reinforcement (Rewards & Recognition)
Crucial Conversations Rollout (2014-15)
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Being a product company, when a feature or a product was proposed, many engineers would either remain silent or overpower the discussion with their views. A shift in the culture was required and a healthy culture of debating was proposed to avoid a huge cost of wastage in a fast-moving market. Personally delivered 15 workshops by getting certified in Crucial Conversations (US) and covering 250+ people managers to save USD 75000.
Motivational Thursday (2008-10)
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The global recession of 2008 caused a lot of anxiety, stress and depression amongst the employees. To provide hope, help build resilience and increase productivity at work, we ran a motivational story series - Motivational Thursdays! This initiative saw organic growth with individual contributors, functional teams and even CEO's office signing-up over 3 years.
AWARDS & RECOGNITION
Company awards
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Global Idea Challenge Award (Innovation in Learning)
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Global Learning Excellence Award
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Most Talented T&D Leader (CHRO Asia)
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Young Training Leader of the Year (World HRD Congress)
elite awards
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Jombay's Top HR 40under40 (2018)
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Emerging Leaders Dialogues, Asia (2016)
industry awards
TECH PROJECTS
Quick Reactive [QR] Learning (2013-14)
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Learners have very less time these days to invest in learning owing to project pressures. Also, they prefer to learn quickly and on the go. This prompted me to explore various learning options which are quick and easy, Point >> Scan >> Learn. Create QR Codes and place them at strategic locations like vending machines in pantry, water refilling machines, photocopying machines and in common areas, where employees frequent most. The employees will have access to learning resources on the go, which they can store on their cell phones, tablets and can access it whenever they want. This project was piloted in McAfee.
Crowdsource Learning (2014-15)
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Using the concept of Wiki, Social Media and Jive platform created an online community of SMEs who were geographically dispersed. These SMEs collaborated using the platform and helped create learning properties for the organization, leveraging each other's collective wisdom. This project was piloted in McAfee.
Chat Bot based Learning (2018- 19)
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Learning queries related to learning policies and courses would consume 80% of the time of the Learning Co-ordinators. It was wise to create a Bot (Grabbot) that would send automated responses to the repetitive queries and also crawl the content from 2 Learning Management Systems (LMS). This project was piloted in Grab.
@ Workplace (Facebook), Slack Learning (2018 - 20)
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Used the concepts of social media platform like Facebook, Instagram, Tik Tok to attract, retain and nurture a community of Online Learners within the organization. This Group/Channel would host live events, create micro-videos for byte-sized learning. We pivoted when the community started sharing their learnings as a way to give back, thus creating a knowledge bank of learning.
Liked my work? This is just the tip of the iceberg.
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Connect with me and we could talk more.
